Expats are among the most costly employees in your workforce. When relocating a senior executive or a technical specialist abroad, the company may easily spend over $300,000 annually. This includes salary uplifts, relocation costs, housing allowances, schooling for children, tax equalization, and more.
Yet the financial investment is only part of the picture. The risk lies in what happens when these employees feel disengaged.
An expat who doesn’t feel supported or settled can underperform, resign early, or even return home prematurely. That loss is not just financial—it affects team morale, client relationships, and business continuity in the host location.
If you’re investing in expats, you must also invest in their experience.
The Cost of Assignment Failure
Deploying employees across borders involves significant financial and operational commitment. For senior executives or technical specialists, the cost of an international assignment can easily exceed $300,000 per year. This figure typically covers salary enhancements, relocation services, tax support, housing, education for dependents, and compliance with local regulations.
Yet financial investment alone does not guarantee success.
Industry data indicates that a notable percentage of international assignments do not reach full term or fail to meet business objectives. Contributing factors often include:
- Lack of integration support
- Family adjustment difficulties
- Unclear performance expectations
- Limited assistance with administrative obligations
The consequences are wide-ranging. Beyond financial loss, assignment failure can delay business plans, weaken local team dynamics, and reduce overall organizational confidence in future mobility strategies.
A company’s ability to manage the full lifecycle of an international assignment—beyond the initial relocation—is a key factor in long-term success.
Supporting Expats Beyond the Move
Employee engagement for expats doesn’t end with arrival in the host country. In fact, it starts there.
To maintain engagement, companies need to ensure that expats and their families feel secure, supported, and focused on their roles.
This requires:
- Clear immigration pathways
Delays in permits or unclear instructions can create stress and distract from the assignment. - Ongoing tax compliance and advisory support
Expats often face complex cross-border tax situations. Professional support helps them avoid costly errors and feel confident. - Access to local resources
Information about healthcare, housing, schooling, and cultural practices helps families settle faster. - Transparent internal communication
Keeping expats informed about goals, timelines, and performance expectations improves alignment.
When these basics are covered, expats can focus on the value they’re meant to deliver—rather than being burdened by uncertainty or administrative overload.
Why Engagement Is a Strategic Priority Now
Global mobility is no longer reserved for a select few. As companies expand into new markets and shift talent across borders, international assignments have become more common—and more strategic.
At the same time, expectations have changed.
Employees now place greater value on personal well-being, clarity, and support from their employers. For expats, this means they expect not just a role abroad, but a structured experience that allows them—and their families—to thrive.
Ignoring this comes with risk:
- Disengaged employees deliver inconsistent results
- Families that feel unsupported may push for early returns
- Unresolved tax or immigration issues can escalate into compliance failures
The return on investment for international assignments depends on how well organizations manage the full expat experience.
When companies take the lead—by providing relocation support, immigration clarity, and tax compliance—they don’t just protect their investment. They position themselves as responsible global employers.
Conclusion
To protect the value of international assignments, companies must prioritize the engagement and well-being of their expat employees.
That means going beyond contracts and flight bookings. It means offering real support—before, during, and after the move.
Global mobility providers like xpath.global help companies do exactly that. From managing immigration processes and ensuring tax compliance to helping families settle in, these services allow expats to focus on what matters: their work, their team, and their impact.
Supporting expats is essentially about enabling their performance.
And that makes it a business decision worth getting right.
